Introduction
The pay grades for most people who work for the council are based on a national pay framework for local government workers. This has been determined by the National Joint Council (NJC).
Information about market supplements, overtime and non-standard working arrangements including standby payments and the introduction of sustained exceptional performance are available below.
Pay structure
The new pay structure has grades ranging from 2a to 11.
Download the guidelines
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Change of role
When you move jobs at the council, the grade you move to determines which pay point you’ll be on.
Same grade
If you move to another job on the same grade you will stay on the pay point you were on in your previous role so that you continue to receive the same rate of pay. Any pay progression will not be affected.
Higher grade
If you move to a job at a higher grade, you will be placed on the appointment rate and progression will continue the same as a new employee.
Lower grade
If you choose to apply for a lower graded post, the manager of the new post will have discretion as to the point you enter the pay grade. Appointment above the standard entry point will need to be justified and in no circumstances will entry be higher than the main rate.
If you return to your substantive post, that is on a lower grade following a secondment, you will be placed on the pay point you would have been on if you had been in your original role.
Market supplements
We recognise that there are a few sectors where pay is determined by a broader market rate and have a policy to decide when extra payments may be needed.
Download the policy document
If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.
Overtime and non-standard working arrangements
The policy outlines your entitlement to pay and/or leave if you:
- work overtime
- work unsocial hours (between the hours of 8pm and 6am or on a weekend)
- work bank or public holidays
- are called out in an emergency or as part of a standby scheme.
For more information about working outside of normal hours refer to the overtime and non-standard working arrangements policy below.
Download the policy document
If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.
Standby payments
This policy explains your entitlements if you are required to take part in the standby rota to respond to situations, events and urgent issues outside normal working hours. Download the standby scheme policy to find out how much you will be paid for being on standby.
Download the policy document
If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.
Sustained exceptional performance
Exceptional performance is when you have delivered work or results that significantly exceed the standard expected for your role. You have gone beyond normal expectations and demonstrated a high level of quality, productivity, and or initiative, performance which can be considered outstanding or extraordinary.
Sustained performance refers to performance that can be continuously evidenced for a minimum period of 12 months in total and is expected to continue.
This policy explains the process in which sustained exceptional performance can be recognised and how the discretionary performance increments can be achieved.
Download the policy document
If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.